D & S Executive Search -EV Sales specialists’ Post

Tired of no-shows at interviews? Interview no-shows can be frustrating and costly, wasting valuable time and resources. At D & S Executive Search, we’ve developed a rigorous process to ensure every candidate we present is fully committed to your role and recruitment process. With our unique approach, you can focus on interviewing serious candidates who are aligned with your business goals. ✅ How we ensure commitment from candidates: ➡ Comprehensive early stage screening: Every candidate undergoes a thorough screening process right from the start. We assess their suitability, interest, and dedication to the role, ensuring only genuinely motivated candidates proceed to the next stages. ➡ In-depth briefing packs: Each candidate receives a detailed briefing pack outlining your role, expectations, and company culture. This ensures they fully understand the opportunity and can make an informed decision to commit to the process. ➡ Psychometric assessments: We conduct job and candidate psychometric assessments to align candidates with your role's requirements and company culture. These assessments provide insights into mindset, work ethic, and behavioural traits, ensuring better hiring decisions and a strong cultural fit. ➡ Presentation of only qualified, dedicated candidates: Our methodology ensures you see only candidates who are both highly qualified and enthusiastic about the opportunity. This drastically reduces no-shows and streamlines your hiring process. ➡ Reducing risks of no-shows: By providing candidates with a clear understanding of the role and ensuring their alignment with your goals, we significantly reduce the likelihood of last-minute cancellations or no-shows. ✅ Why this matters for your business: ➡ Save time and resources: Avoid wasted interviews with uncommitted candidates. ➡ Focus on Serious Talent: Meet only those who are genuinely interested and prepared for the role. ➡ Improved hiring efficiency: Our process ensures you hire faster, with fewer delays caused by dropouts or misaligned candidates. How we help you At D & S Executive Search, we connect you with top-quality candidates who are not only the right fit for your role but are also deeply committed to the recruitment process. Our approach ensures you build a team that sticks, performs, and contributes to your long-term success. Looking to eliminate interview no-shows and streamline your hiring? Whether you’re an employer seeking reliable talent or a job seeker ready to make an impact in the e-mobility sector, contact us today to explore tailored recruitment solutions! Learn more: https://lnkd.in/giZ45x74  Email us: [email protected] Call us: 02038404705 . . . . . . . . . . #recruitmentsolutions #qualityhires #streamlinedhiring #committedcandidates #hiringstrategy #talentacquisition #efficientrecruitment #hrsolutions #topperformers #businessgrowth #recruitmentinnovation #futureofhiring #workforceplanning #betterrecruitment #talentsolutions #rightfit

Tired of no-shows at interviews? Interview no-shows can be frustrating and costly, wasting valuable time and resources. At D & S Executive Search, we’ve developed a rigorous process to ensure every candidate we present is fully committed to your role and recruitment process. With our unique approach, you can focus on interviewing serious candidates who are aligned with your business goals. ✅ How we ensure commitment from candidates: ➡ Comprehensive early stage screening: Every candidate undergoes a thorough screening process right from the start. We assess their suitability, interest, and dedication to the role, ensuring only genuinely motivated candidates proceed to the next stages. ➡ In-depth briefing packs: Each candidate receives a detailed briefing pack outlining your role, expectations, and company culture. This ensures they fully understand the opportunity and can make an informed decision to commit to the process. ➡ Psychometric assessments: We conduct job and candidate psychometric assessments to align candidates with your role's requirements and company culture. These assessments provide insights into mindset, work ethic, and behavioural traits, ensuring better hiring decisions and a strong cultural fit. ➡ Presentation of only qualified, dedicated candidates: Our methodology ensures you see only candidates who are both highly qualified and enthusiastic about the opportunity. This drastically reduces no-shows and streamlines your hiring process. ➡ Reducing risks of no-shows: By providing candidates with a clear understanding of the role and ensuring their alignment with your goals, we significantly reduce the likelihood of last-minute cancellations or no-shows. ✅ Why this matters for your business: ➡ Save time and resources: Avoid wasted interviews with uncommitted candidates. ➡ Focus on Serious Talent: Meet only those who are genuinely interested and prepared for the role. ➡ Improved hiring efficiency: Our process ensures you hire faster, with fewer delays caused by dropouts or misaligned candidates. How we help you At D & S Executive Search, we connect you with top-quality candidates who are not only the right fit for your role but are also deeply committed to the recruitment process. Our approach ensures you build a team that sticks, performs, and contributes to your long-term success. Looking to eliminate interview no-shows and streamline your hiring? Whether you’re an employer seeking reliable talent or a job seeker ready to make an impact in the e-mobility sector, contact us today to explore tailored recruitment solutions! Learn more: https://lnkd.in/giZ45x74  Email us: [email protected] Call us: 02038404705 . . . . . . . . . . #recruitmentsolutions #qualityhires #streamlinedhiring #committedcandidates #hiringstrategy #talentacquisition #efficientrecruitment #hrsolutions #topperformers #businessgrowth #recruitmentinnovation #futureofhiring #workforceplanning #betterrecruitment #talentsolutions #rightfit

*Recorded Video Interviews Rated 33% Less Fair by Top Candidates, Says 2023 CandE Research* At the recent ERE Recruiting Conference in Austin, Texas, Kevin Grossman highlighted a significant finding from the 2023 CandE Benchmark Research: recorded video interviews are the least popular with candidates when it comes to perceptions of fairness. Despite the convenience and efficiency these interviews offer to employers, candidates consistently rate them lower in terms of fairness compared to other interview types. Grossman explained that candidates feel more valued and fairly treated when they have the opportunity to interact directly with interviewers, whether through in-person, phone, or virtual interviews. The impersonal nature of recorded video interviews leaves candidates feeling disconnected and less able to present themselves effectively. According to the research, professional candidates rated their fairness experience 33% lower for recorded video interviews than for in-person interviews in 2023, and this gap has widened in 2024. While tests and recorded interviews can be a great efficiency for companies, there are hidden risks associated with these methods, especially for critical roles. Top-tier candidates may be less inclined to participate in a process that feels impersonal and one-sided. They might eventually decline and favor opportunities with companies that offer more engaging and interactive recruitment processes. This could mean that companies risk losing out on the best talent by relying too heavily on these methods. To mitigate these risks, Grossman suggested that companies should consider reducing reliance on recorded video interviews and instead focus on methods that allow for more direct and interactive engagement with candidates. This approach not only respects the candidates' time and effort but also fosters a more positive and fair recruitment experience. This issue likely holds true for any part of the recruitment process where candidates are asked to invest significant time without a corresponding commitment from the company. Whether it’s long waits between interview stages, excessive interview rounds, or poor communication, these elements can signal a lack of respect for the candidate’s time and effort. By ensuring that the company's commitment matches the candidate's investment, businesses can create a fairer and more engaging recruitment process that leaves all candidates feeling respected and valued. This is particularly important for critical roles where engaging the best candidates is essential for success. You can read full article here:

😀 Following up with candidates after the first round of interviews Prompt Communication: Reach out to candidates as soon as possible after the first round of interviews to express appreciation for their time and interest in the position. Prompt communication demonstrates respect for their time and keeps them engaged. 😀 Provide Clear Timeline: Communicate the next steps in the hiring process and provide a clear timeline for when they can expect to hear back from you. This helps manage their expectations and reduces anxiety about the process. Personalized Feedback: If possible, provide personalized feedback to each candidate about their performance in the first round of interviews. Highlight areas of strength and areas for improvement to help them prepare for subsequent rounds. ⏲ Stay in Touch: Keep the lines of communication open by periodically checking in with candidates to update them on the progress of the hiring process. This could be through email, phone calls, or even social media messages. 🤝 Be Responsive: Encourage candidates to reach out if they have any questions or concerns, and be prompt in responding to their inquiries. This demonstrates that you value their interest and are committed to providing a positive candidate experience. ❔ Provide Resources: Offer resources or additional information about the company, team, or role to help candidates prepare for the next round of interviews. This can include links to relevant articles, videos, or employee testimonials. 📚 Maintain Professionalism: Maintain a professional and respectful tone in all communications with candidates, even if they are not selected to move forward in the hiring process. Leaving a positive impression, regardless of the outcome, can impact their perception of your organization and influence future interactions. 🤵

Phone interviews have become a necessary tool for screening candidates In this fast-paced world of recruitment. They provide convenience and speed in the initial stages of the hiring process. However, they often fail to capture the full scope of a candidate's potential. As much as technology has revolutionized the way we connect, there are still certain aspects of a candidate's abilities, personality, and fit for a role that are lost when communication is limited to a phone call Here’s why phone interviews might not do justice to hiring decisions: Body Language and Non-Verbal Cues: A significant portion of communication is non-verbal. Body language, facial expressions, and posture provide important insights into how confident, engaged, and enthusiastic a candidate is. Over the phone, these subtle but crucial signals are absent, which makes it difficult to assess how a candidate would present themselves in an actual work environment Lack of Context in Real-Time Interaction: An in-person interview allows hiring managers and candidates to dive deeper into the conversation. It’s easier to gauge someone’s passion for the role, clarify questions, and read their reaction to complex scenarios when you’re face to face. The phone setting can feel more transactional, limiting the depth of the discussion Assessing Problem-Solving and Critical Thinking: Many interviews rely on situational or behavioral questions to gauge how a candidate might react in specific circumstances. In an in-person setting, it's easier to test critical thinking skills through hands-on activities, group exercises, or even a whiteboard session. These types of tasks allow you to evaluate how a candidate approaches problems, collaborates, and reacts under pressure The Missed Opportunity for Connection: A hiring process is a two-way street. While the company is evaluating a candidate, the candidate is also assessing whether they want to be part of the organization. In-person interviews offer candidates a better understanding of the office environment, team dynamics, and workplace culture that a phone call simply can’t provide. It’s about creating a connection, something that's much harder to do over the phone So, what's the solution? While phone interviews have their place, they shouldn’t be the sole tool for hiring decisions. Whenever possible, prioritize in-person interactions, whether that means face-to-face interviews, video calls, or bringing candidates in for a “day in the life” experience. This allows for a more complete and fair assessment of a candidate's skills, culture fit, and overall potential To hiring managers and recruiters out there: Don’t let the limitations of a phone interview cloud your judgment. Meet the candidate in person when possible, and give them the opportunity to show their full potential. The right hire is so much more than what you hear over the phone. Let’s make hiring a more holistic and human-centered process

Mastering Interview Briefings: Preparing Candidates, Gathering Feedback, and Ensuring Interview Effectiveness In the competitive world of recruitment, the success of an interview hinges on several factors: the preparation of the candidate, the feedback provided, and the overall effectiveness of the interview process. Effective interview briefings can turn a standard interview into a valuable exchange that benefits both the candidate and the organization. Protingent India RPO excels in these areas, ensuring a smooth and efficient recruitment process. Here’s a comprehensive guide on how to master interview briefings with Protingent India RPO: Preparing the Candidate: Setting the Stage for Success Preparation is key to a successful interview. Ensuring that candidates are well-prepared boosts their confidence and helps them present their best selves. Protingent India RPO excels in this area by: Providing a Clear Overview Protingent India RPO ensures candidates receive detailed information about the role, organization, and interview format to help them tailor their preparation effectively. Sharing Interview Structure Candidates are informed about the interview format, so they know what to expect and can prepare accordingly. Offering Guidance on Preparation We advise candidates on how to research the company, review the job description, and prepare relevant examples, enhancing their readiness. Addressing Concerns We address any pre-interview concerns or questions to alleviate anxiety and ensure candidates are fully prepared. Ensuring Interview Effectiveness: Achieving Desired Outcomes To ensure interviews are effective and align with organizational needs, Protingent India RPO focuses on: Set Clear Objectives We define what we want to assess, such as technical skills or cultural fit, to keep interviews focused and relevant. Standardize the Process We use structured questions and consistent criteria to make fair comparisons and minimize bias. Train Interviewers We provide training on best practices and unbiased evaluation to enhance accuracy and professionalism. Foster a Positive Experience We create a welcoming environment to reflect well on our organization and positively influence candidate decisions. Review and Refine We continuously review and adjust our interview process based on feedback to ensure effectiveness and improvement. To Conclude: Mastering the art of interview briefings involves thorough preparation of candidates, effective feedback collection, and ensuring the overall effectiveness of the interview process. With Protingent India RPO, organizations can enhance their recruitment efforts, improve candidate experiences, and secure the best talent efficiently. Investing in a robust interview process not only helps in selecting the right candidates but also strengthens your organization’s reputation and success in the competitive job market. Protingent #RPO Protingent India LLP #StaffingSolutions #ThoughtLeadership #Interviews

As the Director of an established IT and Digital recruitment consultancy with over 25 years of experience, fostering a positive and comfortable interview experience for candidates is paramount. Here are some tips to enhance the job interview process: 1. Start with a warm welcome: Greeting candidates with a smile and offering a friendly handshake sets a positive tone from the beginning. 2. Communicate clearly: Provide clear instructions on what to expect during the interview process, including the format, duration, and key topics to be covered. 3. Create a comfortable environment: Ensure the interview room is well-lit, comfortable, and free from distractions to help candidates feel at ease. 4. Actively listen: Encourage candidates to share their experiences and perspectives, and demonstrate active listening to show genuine interest in their responses. 5. Provide constructive feedback: Offer feedback in a constructive manner, focusing on areas for improvement while also acknowledging strengths and achievements. 6. Follow up promptly: After the interview, provide timely feedback to candidates, whether they are successful or not, to maintain transparency and uphold a positive candidate experience. By incorporating these tips into your job interview process, you can create a welcoming and supportive environment that allows candidates to showcase their skills and abilities effectively. #RecruitmentTips #InterviewTips #CandidateExperience

Unlocking Interview Success: A Recruiter’s Guide to Preparing Candidates In the world of recruitment, the magic begins with the recruiter-candidate dialogue. Learn below how recruiters can empower candidates to shine during interviews. 𝐔𝐧𝐝𝐞𝐫𝐬𝐭𝐚𝐧𝐝 𝐓𝐡𝐞𝐢𝐫 𝐒𝐭𝐨𝐫𝐲: Get to know your candidate's unique narrative, professional journey, strengths, and aspirations to effectively prep them for interviews. 𝐂𝐮𝐬𝐭𝐨𝐦𝐢𝐬𝐞 𝐭𝐡𝐞 𝐏𝐫𝐞𝐩𝐚𝐫𝐚𝐭𝐢𝐨𝐧: Tailor your guidance to the specific role and company culture, values, and expectations. 𝐇𝐢𝐠𝐡𝐥𝐢𝐠𝐡𝐭 𝐀𝐜𝐡𝐢𝐞𝐯𝐞𝐦𝐞𝐧𝐭𝐬: Encourage candidates to share their career achievements and help them understand how they align with the role they're interviewing for. 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞, 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞, 𝐏𝐫𝐚𝐜𝐭𝐢𝐜𝐞: Role-playing is a powerful tool. Conduct mock interviews to help candidates build confidence, refine their answers, and anticipate potential questions. 𝐂𝐮𝐥𝐭𝐮𝐫𝐚𝐥 𝐅𝐢𝐭 𝐌𝐚𝐭𝐭𝐞𝐫𝐬: Emphasise the significance of cultural fit. A candidate who aligns with the company culture is more likely to thrive. Discuss ways to demonstrate alignment during the interview. 𝐀𝐝𝐝𝐫𝐞𝐬𝐬 𝐖𝐞𝐚𝐤𝐧𝐞𝐬𝐬𝐞𝐬 𝐆𝐫𝐚𝐜𝐞𝐟𝐮𝐥𝐥𝐲: Every candidate has weaknesses. Help them frame these as opportunities for growth and approach them honestly and positively. 𝐓𝐡𝐞 𝐏𝐨𝐰𝐞𝐫 𝐨𝐟 𝐑𝐞𝐬𝐞𝐚𝐫𝐜𝐡: Encourage candidates to research the company thoroughly to set them apart. 𝐂𝐨𝐧𝐧𝐞𝐜𝐭 𝐰𝐢𝐭𝐡 𝐂𝐨𝐦𝐩𝐚𝐧𝐲 𝐕𝐚𝐥𝐮𝐞𝐬: Companies often hire based on alignment with their values. Guide candidates on how to align their responses with the company's core values. 𝐄𝐥𝐞𝐯𝐚𝐭𝐞 𝐒𝐨𝐟𝐭 𝐒𝐤𝐢𝐥𝐥𝐬: While technical skills matter, soft skills like communication, teamwork, and adaptability are equally powerful. Share strategies for showcasing these skills. 𝐐𝐮𝐞𝐬𝐭𝐢𝐨𝐧𝐬 𝐌𝐚𝐭𝐭𝐞𝐫: Discuss the significance of thoughtful questioning. Candidates who inquire about the role, team dynamics, and company direction demonstrate genuine interest. 𝐓𝐡𝐞 𝐃𝐚𝐲 𝐁𝐞𝐟𝐨𝐫𝐞: Advise candidates to plan their logistics ahead of time, to be punctual and well-rested. 𝐂𝐨𝐧𝐟𝐢𝐝𝐞𝐧𝐜𝐞 𝐢𝐬 𝐊𝐞𝐲: Remind candidates that interviews are as much about assessing the company as being assessed. Confidence in their abilities can make a world of difference. 𝐏𝐨𝐬𝐭-𝐈𝐧𝐭𝐞𝐫𝐯𝐢𝐞𝐰 𝐅𝐞𝐞𝐝𝐛𝐚𝐜𝐤: Constructive feedback post-interview fosters growth. Discuss what went well and areas for improvement. As recruiters we don’t just match skills; we nurture careers. Empowering our candidates with knowledge, support, and confidence, paves the way to success. Anything else you would recommend? —------------------------------------------------   Did you like this post? Connect or follow me!    #everythingaboutrecruitment #recruitment #recruiters #recruitmenttraining

As HR professionals, we often encounter situations where candidates fail to attend scheduled interviews despite confirming their availability. I encountered a similar situation at Marastu™ while organizing and arranging interview calls for different job openings and positions. To ensure that the company's time is not wasted, it's essential to take proactive steps to minimize no-shows and ensure that interviews are conducted as scheduled. To prevent no-shows and ensure interviews proceed as planned: 1. Communicate clearly: Provide detailed information about the interview schedule, format, and agenda. 2. Send confirmation messages: Confirm availability and remind candidates of interview details. 3. Send reminders: Reinforce the interview date, time, and location (if applicable) a day or two beforehand. 4. Be flexible: Offer alternative scheduling options to accommodate candidates' availability. 5. Conduct pre-screening assessments: Assess candidates' interest and commitment before scheduling formal interviews. Make confirmation calls: Verify candidates' attendance a few hours before the interview. 6. Offer technical support: Assist candidates with virtual interview setup and troubleshooting. 7. Maintain a positive experience: Ensure clear communication and respectful treatment throughout the process. Implementing these measures helps minimize no-shows and ensures a smoother interview experience.